Need report by using proposal

Recommendation Report

September 06, 2018

Jane Doe, manager

ABZ corporation

601 Arbutus street.

Vancouver, BC

Dear Mr. Jane Doe:

Subject: Sexual Harassment in Workplace

Here is the report that you requested by September 3rd, 2018 on Sexual Harassment in the workplace.

The truth is that sexual harassment has been rampant in the workplace. We conducted a research on sexual harassment and came up with a report on the same. There are various factors causing sexual harassment in the workplace. The factors are mostly social especially stress, lack of sound rules and regulations on sexual harassment, divorce and death of our beloved ones, poor communication in the workplace, and gender discrimination.

The report has come up with various strategies to curtail harassment in the workplace. The major strategy, in this case, is establishing a sexual harassment policy that has to be followed to the letter. Additionally, the research has come up with various recommendations on what should be done to prevent and end any form of sexual harassment.

As per the report, sexual harassment is an issue that affects every organization and it ought to be curtailed for optimum productivity. The report was written after a comprehensive study was carried out on sexual harassment. Questionnaires were issued and respondents turned out in large numbers. The research also involved the use of interviews and statistical data from companies and websites.

The budget for the research was well-utilized as there were no any deficits. The report explicitly shows that the problem of sexual harassment exists and it ought to be curtailed. Employees should know that they have rights to report any instance of sexual harassment in the workplace. Additionally, it is important for the employers to educate the employees on their constitutional rights on sexual harassment. The report is divided into parts with each part having a distinct topic of discussion.

I trust you discover this report attractive. Kindly don't dither to get in touch with us If you require additional data.

Sincerely yours,

, Bloch A

Vancouver

Abstract

This recommendation report aims at addressing the problem of sexual harassment in organization ABZ. Specifically, the report is dedicated to the management of ABZ. The report will clearly explain the issue of sexual harassment in the workplace and the solutions for the same. It is evident that sexual harassment in the place of work has become rampant and in case it is not effectively addressed, the productivity of labor and capital is likely to diminish. The aim of this report is to precisely solve the subject of sexual harassment in the place of work for a better work environment. Various researches have indicated that about 20% of men and 50% of women experience sexual pestering in the place of work. Additionally, over 79% of men and 63% of women fail to report sexual harassment to the concerned body. Sexual harassment has been known to affect productivity and job satisfaction which are necessary for the growth and development of a business. Extreme sexual harassment in the workplace can force an organization to curtail its operations.

Table of Content

Main Section Title Page Number

1. Introduction 6-7

1. Background of the research 6

2. Context of the research 7

1. Problem Statement 7-8

2. Research Methods 8-9

3. Solutions 9-10

4. Research Benefits 10-11

5. Aims and Objectives of the Research 11

6. Budget Estimates 11-12

7. Scope 12-13

8. Work and Timeline 13-14

9. Conclusion 14

10. Recommendations 14-15

11. References 16

1. Introduction

Sexual pestering is a form of discrimination violating the Title VII of the Civil Rights Act of 1964. According to the EEOC, sexual harassment transpires whenever there is undesirable behavior on the gender basis and which accordingly affect the job performance of an individual. Sexual harassment is legally described as the “undesirable sexual requests, advances for the favor in sexual activities as well as other physical or verbal conducts considered to be sexual in nature.”Sexual harassment falls into two main categories: the “quid pro” which is the harassment that directly impacts the job of an individual. The second category is the hostile environment which emanates from undesirable conducts and actions from superiors and other staff members by using unsuitable words, discussion of sexual topics, and illustration of offensive gestures, and use of unusual and crude language (Keir, 2018).

Over 25 years the Supreme Court has affirmed that sexual harassment is illegal under the Title VII, though it still exists in the workplace. Studies show that the number of complaints filed by men on sexual harassment is increasing everyday (Klein, 2018). Most of the complaints come from ladies. The number of men reporting to a female supervisor has always been increasing. In 2017, 23% of cases on sexual harassment were reported by men as per the EEOC reports. A research in the US established that out of 5 sexual harassment sufferers 2 are men.

Research states that about 5%-15% of women who are sexually harassed report the issue. There are diverse grounds as to why sexual harassment victims don’t make reports. In most cases, many fear to lose their job or they might not even be trusted. Additionally, the victims of sexual harassment believe that nothing will be done to help them or stop the behavior especially when it is a senior staff member accused of such conducts. Men also are reluctant when it comes to reporting sexual harassment in the workplace. This can be attributed to the masculine stereotype held by men. Men may think that reporting sexual harassment has an unconstructive intuition on their maleness (Klein, 2018).

Sexual harassment is currently one of the emotional and hardest problems that the employees, human resource experts, and employers are facing. The truth is that there is no any profession that has no cases of sexual harassment. Sexual harassment isn’t limited to any race, age, educational background or social background as it affects all population layers without exemption. Sexual harassment has adverse effects on the job satisfaction of a person, work resignation, bad health, stress, poor workplace relations and absenteeism, sick leaves which are financially costly to the organization, and reduced workplace productivity. Sexual harassment ought to be taken as an issue for discussion in businesses prior to making any improvements in the skills of a person to stop such behaviors.

1. Problem Statement

Courts have always emphasized that men and women hold different levels of sensitivity. It is therefore worthwhile for the facts to determine whether the actions have crossed the line for them to be sexual harassment. Research has established that about 70% of men are happy when approached sexually at the workplace while others are against it (Keir, 2018). The factors causing sexual harassment can greatly be complex. Teamwork in the organizations and close office relations sometimes makes the workers to cross the line. Personal issues also have been known to cause sexual harassment in the workplace. There is no any job that is exempted from sexual pestering. Harassment of is ladies more common in white collar and blue collar environments.

According to a study conducted in 2012 by the Minnesota University, it was established that ladies in managerial positions are more likely to be sexually harassed. This clearly indicates that sexual pestering is not only meant for sexual aspirations but also for dominance and authority. Men nowadays are in many supervisory positions and they decide whether to consider a sexual harassment report from a woman or not. Women are mostly viewed to be less productive in the organization and men mostly benefit from this as the former wants to secure their jobs (Klein, 2018).

Sexual harassment can be a sign of warning on life pains such as death or divorce. Sexual harassment has massive impacts on the financial, academic, social and professional life of a victim. Organizations, on the other hand, are affected by sexual harassment as they may suffer from legal costs, decreased productivity, absenteeism, and loss of employees. Brutal sexual harassment may have similar psychological impacts as physical attack or rape. Women are likely to attempt suicide in case of extreme sexual harassment (Tinkler, 2018).

1. Methods

Before initiating the research work, it is paramount to implement a precise mock-up frame. In this research, a stratified sampling method was applied. This is the method that separates population members into customized subgroups prior to sampling. The selection of strata ought to be equal. The mock-up population will be segmented into non-related groups. From each stratum, a sample will be picked in order to attain higher accuracy. The markets under study will be divided into private and public companies.

Next, the simple random sampling will be used following stratified sampling. Six companies will be picked randomly and a questionnaire sent to each. This will ensure that each company has a chance to be selected. 48 questionnaires will be sent to each of the selected companies, six from the private sector and six from the private sector. The research will be conducted through the use of questionnaires. Questionnaires will be sent to various companies for information to be collected.

Interviews will also be carried out. Throughout the interview, the investigator will need to clarify the questions evidently and ensure that the answers are clear and understandable. In case the respondents have an issue with responding to the questionnaires, face to face conversations will be utilized. Respondents are expected to turn in large numbers. Moreover, the research will also involve interviews with individuals who are victims of sexual harassment. Questions will be asked to these victims for the real picture of the situation to be garnered. Additionally, statistical information from the internet on sexual harassment will be utilized. First, we will consider the derived data and then progress to main data.

1. Solutions

The most effective tool that can be used to solve the problem of sexual harassment in the place of work is its prevention. The management of an organization has the greatest role to play in ensuring that sexual harassment is completely prevented in the workplace. The first step that should be adopted is establishing anti-harassment policy in the workplace (McCarthy, 2018). The policy should illustrate the consequences of any sexual harassment conduct. The policy should also show that sexual harassment is not totally tolerated and in case it occurs, the coherent procedure of reporting to the concerned body should be laid out. There should be a good communication and supportive framework in the workplace for easier reporting of sexual harassment cases. The employer should further provide a workplace environment free from violence and discrimination (McCarthy, 2018).

The employees also have their role in curtailing sexual pestering in the place of work. The employees ought to be aware of the sexual pestering policy in the place of work. Any incidence of sexual harassment should be reported immediately to the concerned body without any fear (Klein, 2018). Further, employees should be educated on the laws of sexual harassment to know their role and rights in curtailing this issue.

1. Research Benefits

The research is set to benefit both the employers and the employees. Employees will benefit from this research as it will enable them to know the truth about sexual harassment and what they can actually do to avoid it. Moreover, the research will enable the employees to understand the best course of action they should take whenever sexually harassed. Employers, on the other hand, will also benefit immensely from this research. Employers will understand that employees are well-informed of sexual harassment and therefore, be cautious in how they handle such matters. The work environment will be more secure and conducive for maximum production. The research also will educate the future generation on the impacts and consequences of sexual harassment. The government is also expected to make more severe laws in regard to the statistics collected on sexual harassment (Tinkler, 2018).

1. Aims and Objective of the Research

Inefficient communication has aided in continued sexual harassment in organizations. Laws are there to curtail sexual harassment but still, it has been going on in organizations. Sexual harassment cases have been increasing yet they aren’t considered. The truth is that there is a need for education on sexual harassment. Natives are lacking the necessary knowledge on the subject of sexual harassment. Many people aren’t informed of the laws that are there to protect them from any form of sexual harassment. Many people aren’t aware of the Civil Right Act of 1964 which protects individuals from any form of discrimination and harassment (O’Brien, 2018).

The research will ensure that employers are aware of the sexual harassment and the role of organizational culture in preventing it in the workplace. Ethics should be sound for the issue of sexual harassment to be curtailed. Victims of sexual harassment should understand that it is their duty to report any sexual harassment instance to the concerned body. Collaboration between the investigating body and the employees should ensue for the liable body to be punished as per the laws (McCarthy, 2018).

(VII) Budget Estimates

The budget s allocated for the research work and report was constrained as the organization didn’t have enough funds. However, the budget was able to meet the research goals and objectives. The budget was adopted after close consultations between the HR management and the directors of the organization. The organization tried all possible means to minimize the costs of the research while still getting the best results (Klein, 2018).

1. Scope

This report includes various collections of sources speaking on sexual harassment in the workplace. The proposal discusses how sexual harassment affects the victim of such conducts and the organization in general. The proposal also explains why sexual harassment can lead to production, reduced job satisfaction and loyalty among the employees. The project applies real-life examples of sexual harassment and how they affected the employees and the organization in general.

However, there are various limitations associated with this report. First, during the research, some interviewees refused to give the exact environment that led to their harassment. Secondly, since the funds were limited, the research was only conducted in the specific local organizations. This means that the research was limited to the surrounding environment. Additionally, the research was time constrained as it had to be completed within the speculated time.

1. Work and Timeline

After its approval, this proposal is expected to take 9 months commencing from September 2018 to April 2019. The period is more feasible because organizations such as Google and Microsoft took the same span to implement the program in their workplace (O'Brien, 2018). Additionally, the timeframe adheres to the ABZ budget. The program will have 3 phases each taking 3 months. The table below gives the plan outline.

1. Conclusion

It is evident that the research effectively settled the problem of sexual pestering in the place of work. The research also comes with the ways to address the problem of sexual harassment has it has been very prevalent in many organizations. Employees and employers should understand the consequences of sexual harassment and cultivate a culture that ensures that this behavior is completely curtailed in organizations.

1. Recommendations

• Organizations should establish a sound sexual harassment policy

• Employees should never fail to report any sexual harassment case

• Employees should be educated about their rights and laws on sexual harassment

• The management should have sound communication with the employees

• All sexual harassment cases should be taken seriously

• The government should set more severe laws on sexual harassment

References

Keir, J. (2018). Sexual harassment in the workplace: proposals for reform | blogs. Retrieved from https://www.brodies.com/blog/employment/sexual-harassment-in-the-workplace- proposals-for-reform/

Klein, S. (2018). A Modest Proposal to Mitigate Sexual Harassment and Misconduct in the Workplace. Retrieved from https://www.mediate.com/articles/kleins2.cfm.

Louise F. Fitzgerald (2017). Antecedents and Consequences of Sexual Harassment in Organisations: A test of an Integrated Model ( Vol.82, pg num 578-589).

McCarthy, C. (2018). Take steps to prevent, address sexual harassment in the workplace. Campus Legal Advisor, 18(8), 1-5. doi: 10.1002/cala.30758

O'Brien, T. (2018). Address issue of sexual harassment via awareness, training, response plan. College Athletics And The Law, 14(11), 6-6. doi: 10.1002/catl.30433.

Tinkler, J. (2018). Resisting the Enforcement of Sexual Harassment Law. Law & Social Inquiry, 37(1), 1-24. doi: 10.1111/j.1747-4469.2011.01279.x.